scholarly journals Constructing Personality Maps, Mapping Personality Constructs: Multidimensional Scaling Recovers the Big Five Factors from Internal and External Structure

2007 ◽  
Vol 10 (1) ◽  
pp. 68-81 ◽  
Author(s):  
David Bimler ◽  
John Kirkland
Keyword(s):  
Multidimensional Scaling ◽  
Big Five ◽  
Underlying Structure ◽  
Data Sets ◽  
Semantic Judgment ◽  
Five Factors ◽  
Trait Attribution ◽  
Actual Use ◽  
Per Se ◽  
Optimal Set

This report examines the structure of similarities underlying the lexicon of personality-trait description, when “similarity” is defined and measured in terms of (a) semantic judgment and (b) covariance in actual use. A lexicon of 60 trait adjectives was examined, using several procedures for collecting semantic judgments. Similarity data of both kinds were analyzed with multidimensional scaling (MDS) to provide a parsimonious representation of underlying structure. The convergence between semantic judgments and covariance within trait-attribution data was substantial; both kinds of data evinced the same structure when collected for subsets of adjectives. Canonical correlation was employed to find the number of dimensions shared across MDS solutions. Interpretation of the results was facilitated by individual-differences MDS, which can select an optimal set of underlying dimensions, and at the same time accommodate the differences between data sets that arise when data-collection procedures differ in the relative emphasis they place upon those dimensions. We interpret the small number and shared nature of the dimensions by arguing that the lexicon's structure relates to trait perception rather than personality structure per se, even when probed with trait-attribution covariance.

Taxonomy and structure of Croatian personality‐descriptive adjectives

2005 ◽  
Vol 19 (2) ◽  
pp. 117-152 ◽  
Author(s):  
Boris Mlačić ◽  
Fritz Ostendorf
Keyword(s):  
Big Five ◽  
Emotional Stability ◽  
Data Sets ◽  
Peer Ratings ◽  
Factor Content ◽  
The Third ◽  
Five Factors ◽  
Big Five Factors ◽  
Lexical Factors

This paper describes the development of a comprehensive taxonomy of Croatian personality‐descriptive terms, organized in three studies. In the first study three judges searched through a standard dictionary of the Croatian language for person‐descriptive terms. In the second study, personality‐descriptive adjectives were classified by seven judges into 13 different categories of descriptors. In the third study, the 483 adjectives that the majority of judges in the second study classified as dispositions were rated for self‐descriptions by 515 University of Zagreb students and for peer‐descriptions by 513 students' best acquaintances. Self‐ and peer ratings were factor analysed separately and the Croatian emic lexical factors from both data sets were interpreted to be similar to the Big‐Five factors: Agreeableness, Extraversion, Conscientiousness, Intellect, and Emotional Stability. The inspection of factor content of the Croatian emic factors and their relation to imported Big‐Five measures revealed high correspondences for all five Croatian factors although the relation between the Croatian and the imported factors of Emotional Stability and Agreeableness was somewhat more complex. Copyright © 2004 John Wiley & Sons, Ltd.

Using Principal Component Scores to Enhance the Validity and Reliability of Big Five Personality Measures

2017 ◽  
Vol 38 (2) ◽  
pp. 83-93
Author(s):  
Jeffrey M. Cucina ◽  
Nicholas L. Vasilopoulos ◽  
Arwen H. DeCostanza
Keyword(s):  
Big Five ◽  
Discriminant Validity ◽  
Reliability And Validity ◽  
Principal Component ◽  
Big Five Personality ◽  
Validity And Reliability ◽  
Scoring Method ◽  
Five Factors ◽  
Big Five Factors ◽  
Component Scores

Abstract. Varimax rotated principal component scores (VRPCS) have previously been offered as a possible solution to the non-orthogonality of scores for the Big Five factors. However, few researchers have examined the reliability and validity of VRPCS. To address this gap, we use a lab study and a field study to investigate whether using VRPCS increase orthogonality, reliability, and criterion-related validity. Compared to the traditional unit-weighting scoring method, the use of VRPCS enhanced the reliability and discriminant validity of the Big Five factors, although there was little improvement in criterion-related validity. Results are discussed in terms of the benefit of using VRPCS instead of traditional unit-weighted sum scores.

Factors of values in the Dutch Language and their relationship to factors of personality

2008 ◽  
Vol 22 (2) ◽  
pp. 81-108 ◽  
Author(s):  
Boele De Raad ◽  
Jan Pieter Van Oudenhoven
Keyword(s):  
Big Five ◽  
Principal Component ◽  
Value Systems ◽  
Regression Analyses ◽  
Value System ◽  
Self And Other ◽  
Guiding Principle ◽  
Five Factors ◽  
Dutch Language ◽  
The One

Following the psycholexical approach, several thousands of potential value descriptors were selected from the Dutch lexicon. This set was subsequently reduced according to criteria of relevance to a list of 641 values. The value list was administered to 634 participants (self‐ and other‐raters), who had to indicate the extent to which each value was a guiding principle in the life of the target. Principal component analyses were performed yielding eight factors of values. In addition, ratings were collected on markers of three other systems of values, including the one described by Schwartz (1992). Finally, A Big Five questionnaire, the FFPI, was administered. Correlation and regression analyses were performed to describe the relations between the different value systems, and between the Dutch value system and the Big Five factors. Copyright © 2007 John Wiley & Sons, Ltd.

Facial width-to-height (fWHR) revisited

2021 ◽  
Author(s):  
Sabine Windmann ◽  
Patrick Stier ◽  
Lisa Steinbrück
Keyword(s):  
Personality Traits ◽  
Character Trait ◽  
Emotional Expressions ◽  
Trait Attribution ◽  
Attribution Biases ◽  
Per Se ◽  
Photo Editing ◽  
Character Types

To investigate peoples' trait attribution biases, we asked participants to generate faces of "bad guys" and "good guys" using three methods: free drawings, photo-editing, and feature assembly. In referring to research linking facial width (relative to height, fWHR) with aggressive and dominant personality traits in males, we compared fWHR displayed in the generated portraits between the two character types . We found that participants modelled emotional expressions (in particular, expression of anger and fear/friendliness), but not fWHR per se, to portray character trait. When emotional expressions were statistically controlled for, no difference in fWHR between "bad guys" and "good guys" remained. We conclude that emotion overgeneralization is a strong confound in research on fWHR.

The Soft Skills Veterans Bring to the Workforce

2021 ◽  
pp. 117-133
Author(s):  
Theodore L. Hayes ◽  
Robert Hogan
Keyword(s):  
Social Skills ◽  
Big Five ◽  
Soft Skills ◽  
Military Veterans ◽  
Political Skill ◽  
Personality Assessments ◽  
Civilian Workforce ◽  
Meaning In Work ◽  
Five Factors ◽  
And Training

One of the benefits of hiring military veterans is the skill set they bring to the civilian workforce. Veterans are keenly aware, through leadership examples and training, of the importance of dealing with other people’s productively and of managing one’s own behavior. Working effectively with others and managing one’s own behavior are examples of nontechnical or “soft” social skills that can be measured by personality assessments. Examples of the types of attributes that personality assessments test for include the “big five factors” of personality (conscientiousness, agreeableness, neuroticism, openness, and extraversion) as well as political skill. Taken together, these soft social skills reflect one’s capacity to get along with others and one’s capacity to compete with others; both getting along and getting ahead are empirically related to work success. Veterans have an advantage in civilian organizations in terms of using their soft social skills for personal and team growth by finding meaning in work.

scholarly journals Works councils and performance appraisals

2020 ◽  
Vol 3 (1) ◽  
pp. 29-50
Author(s):  
Christian Grund ◽  
Dirk Sliwka ◽  
Krystina Titz
Keyword(s):  
Industrial Relations ◽  
Performance Appraisals ◽  
Data Sets ◽  
Content Type ◽  
Works Councils ◽  
Bonus Payments ◽  
Actual Use ◽  
And Performance ◽  
Works Council ◽  
The Individual

PurposeWe analyze the role of works councils for the use of performance appraisals (PA). We distinguish between the incidence of PA systems as intended by the firm and their actual implementation on the level of the individual employee.Design/methodology/approachWe draw on two complementary data sets. These are the German Linked Personnel Panel (LPP), which combines firm-based information with information provided by several of those employees, and the German Socio-Economic Panel (SOEP), which is a representative longitudinal study of persons living in Germany.FindingsWe find that works councils tend to promote rather than restrict PA. Employees working in establishments with a works council are more likely to face a formal PA procedure. Works councils also act as a transmission institution for the actual use of an existing PA system – i.e. among the firms that claim to implement PA for all their employees, the likelihood of their employees actually having regular appraisals is substantially larger when works councils are in place. Moreover, the existence of works councils is positively related particularly to PA systems, which affects bonus payments.Research limitations/implicationsWe contribute to the understanding of the work of works councils in firms. In more general, we shed light to the relation of industrial relations and human resource management in firms.Practical implicationsThis result hints at a higher acceptance of PA systems in firms with works councils. It seems likely that the stronger formalization of such systems necessitated by codetermination laws increases the likelihood of supervisors consistently carrying out such appraisals.Originality/valueWe are the first who complement the analysis of the existence of HR practices (PA system) with its actual use for employees.

scholarly journals Testing the Preliminary Validity of a Multidimensional Framework for Studying the Effects of Cancer Health Literacy on Cancer Screening Behaviors among Diverse Populations

2020 ◽  
Vol 17 (9) ◽  
pp. 2987 ◽  
Author(s):  
Margarita Echeverri ◽  
David Anderson ◽  
Jacqueline M. Haas ◽  
Marc E. Johnson ◽  
Friar Sergio A. Serrano ◽  
...  
Keyword(s):  
Internal Consistency Reliability ◽  
Underlying Structure ◽  
Diverse Populations ◽  
Cultural Attitudes ◽  
Factors Associated ◽  
Cancer Screenings ◽  
Five Factors ◽  
Cultural Domain ◽  
Cancer Literacy ◽  
Key Dimensions

The objective of this study was to evaluate the applicability of a multidimensional framework to explore factors associated with cancer literacy and its effects on receiving cancer screenings among diverse populations. Based on the conceptual framework, we developed and pilot-tested the Multidimensional Cancer Literacy Questionnaire (MCLQ) among 1500 individuals (African Americans, Latinos and Whites) in Louisiana. Exploratory factor analysis was used to identify the MCLQ underlying structure and predominant factors explaining each of the dimensions in the model. A total of 82 items (explaining 67% of the total variance) in the MCLQ were grouped into 20 factors associated with three key dimensions related to cancer literacy. Preliminary validity of the MCLQ was supported: Cronbach alpha for the scale score was 0.89 and internal consistency reliability coefficients for each factor were all above 0.67. The Facilitators Domain included five factors (28 items) that may positively influence individuals to have early-detection cancer screenings. The Barriers Domain included seven factors (26 items) explaining aspects that may negatively influence individuals to have cancer screenings. The Cultural Domain included eight factors (28 items) related to aspects that influence positively or negatively individuals’ perceptions regarding cancer as a disease, screenings and treatments. A multidimensional framework to study cancer literacy, including cultural attitudes, beliefs and practices, as well as facilitators and barriers, among diverse populations, will increase understanding of factors influencing individuals’ approach to cancer prevention and screening. Results will inform further testing of the multidimensional framework and questionnaire.

Cross‐culturally recurrent personality factors: analyses of three factors

2005 ◽  
Vol 19 (6) ◽  
pp. 451-474 ◽  
Author(s):  
Boele De Raad ◽  
Dean Peabody
Keyword(s):  
Big Five ◽  
Emotional Stability ◽  
Personality Factors ◽  
Five Factors ◽  
Two Factors ◽  
Big Five Factors

This study proceeds from an earlier one that examined the ‘Big Five’ factors (Peabody & De Raad, 2002). That study considered the substantive nature of five factors from six European psycholexical studies. The results supported Big Five Factor III (Conscientiousness), but Factors I (Extraversion) and II (Agreeableness) often split into two factors. Big Five Factors IV (Emotional Stability) and V (Intellect) often failed to appear in coherent form. The failures might cause the splits, with five factors required. For three factors, the splits might not occur, and the three large (‘Big Three’) factors could appear. The present study pursues this implication, using three factors from the same six studies. The factors that split are now generally unified. This supports the Big Three and not the Big Five. This result is generally confirmed for several additional studies. Copyright © 2005 John Wiley & Sons, Ltd.

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